公司法、投资与并购
Comparison: Bahasa Indonesia & English
03 Nov 2026, 14:13 WIB
Law No. 13 of 2003
Direct URL:
https://hukum.live/laws/lookup/law-no-13-of-2003/
Parallel Side-by-Side Analysis
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Bahasa Indonesia (Hukum Nasional)
Rujukan Pasal & Analisis Yuridis Resmi
### ANALISIS HUKUM & PASAL TERKAIT (BAHASA INDONESIA)
#### 1. Status Hukum Terkini & Kerangka Regulasi
tentang Ketenagakerjaan ("****") merupakan kerangka hukum pokok (*lex generalis*) yang mengatur hubungan industrial di Republik Indonesia. Keberlakuan telah mengalami transformasi substansial melalui:
1. **** tentang Penetapan Peraturan Pemerintah Pengganti tentang Cipta Kerja Menjadi Undang-Undang ("** / **"), yang mengubah, menghapus, dan menyisipkan pasal-pasal baru dalam .
2. **Putusan Mahkamah Konstitusi No. 168/PUU-XXI/2023** (diucapkan 31 Oktober 2024), yang mengabulkan sebagian uji materiil klaster ketenagakerjaan , mereposisi sejumlah norma krusial (termasuk tenaga kerja asing, alih daya, PKWT, upah minimum, dan pesangon PHK), serta memerintahkan pembentukan undang-undang ketenagakerjaan baru yang terpisah dari dalam jangka waktu paling lama 2 (dua) tahun.
3. **Peraturan Pelaksana Relevan:**
* **Peraturan Pemerintah (PP) No. 35 Tahun 2021** tentang Perjanjian Kerja Waktu Tertentu, Alih Daya, Waktu Kerja dan Waktu Istirahat, dan Pemutusan Hubungan Kerja ("****").
* **** tentang Pengupahan, sebagaimana telah diubah dengan **** ("** jo. **").
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#### 2. Pilar Statuta Kunci dan Pasal-Pasal Pokok
##### A. Hubungan Kerja & Perjanjian Kerja (–59 jo. & )
* **Asas Dasar:** Hubungan kerja terjadi karena adanya perjanjian kerja antara pengusaha dan pekerja/buruh berdasarkan adanya upah, perintah, dan pekerjaan (). Perjanjian kerja tunduk pada syarat sah perjanjian sebagaimana Kitab Undang-Undang Hukum Perdata () dan .
* **Klasifikasi Perjanjian:**
1. **PKWTT (Perjanjian Kerja Waktu Tidak Tertentu):** Hubungan kerja permanen yang dapat mensyaratkan masa percobaan (*probation*) paling lama 3 (tiga) bulan ().
2. **PKWT (Perjanjian Kerja Waktu Tertentu):** Hubungan kerja kontrak untuk pekerjaan yang selesai dalam waktu tertentu. Berdasarkan Putusan MK No. 168/PUU-XXI/2023, jangka waktu PKWT dikembalikan pada prinsip pembatasan tegas maksimal 5 (lima) tahun (termasuk perpanjangan).
3. **Kompensasi PKWT:** Pengusaha wajib memberikan uang kompensasi kepada pekerja PKWT yang masa kerjanya telah berakhir minimal 1 (satu) bulan berturut-turut, dihitung secara prorata dengan formula: $(\text{Masa Kerja} / 12) \times 1 \text{ bulan upah}$ ( jo. –17 ).
##### B. Alih Daya / Outsourcing (–66 jo. Putusan MK 168/2024)
Pasca-Putusan MK No. 168/PUU-XXI/2023, penetapan jenis pekerjaan alih daya tidak lagi diserahkan secara bebas pada kesepakatan para pihak. Pemerintah diwajibkan menetapkan batasan jenis pekerjaan yang dapat dialihdayakan melalui regulasi pelaksana. Perusahaan alih daya wajib berbadan hukum perseroan terbatas (PT) dan wajib memenuhi prinsip *Transfer of Protection of Rights* bagi pekerja alih daya jika terjadi pergantian vendor penyedia jasa.
##### C. Waktu Kerja, Waktu Istirahat, dan Upah Lembur (–78 jo. )
* **Skema Jam Kerja:**
* 7 (tujuh) jam/hari dan 40 (empat puluh) jam/minggu (untuk 6 hari kerja/minggu); atau
* 8 (delapan) jam/hari dan 40 (empat puluh) jam/minggu (untuk 5 hari kerja/minggu).
* **Kerja Lembur:** Maksimal 4 (empat) jam dalam 1 (satu) hari dan 18 (delapan belas) jam dalam 1 (satu) minggu (di luar lembur hari libur resmi), serta wajib mendapatkan persetujuan tertulis dari pekerja dan dibayarkan upah lembur sesuai formula –32 .
##### D. Sistem Pengupahan (–95 jo. & Putusan MK 168/2024)
* Pengusaha dilarang membayar upah lebih rendah dari Upah Minimum Provinsi (UMP) atau Upah Minimum Kabupaten/Kota (UMK).
* Putusan MK No. 168/PUU-XXI/2023 mengembalikan keberlakuan Upah Minimum Sektoral (sektoral provinsi/kabupaten/kota) dan menegaskan bahwa formula upah minimum harus secara substantif mencakup Kebutuhan Hidup Layak (KHL) serta mempertimbangkan kontribusi tenaga kerja terhadap pertumbuhan ekonomi.
* Struktur dan Skala Upah wajib disusun dan diterapkan oleh perusahaan dengan memperhatikan golongan, jabatan, masa kerja, pendidikan, dan kompetensi ( ).
##### E. Pemutusan Hubungan Kerja (PHK) dan Kompensasi (–157 jo. )
* **Prinsip Dasar:** Majikan, pekerja, serikat pekerja, dan pemerintah wajib mengupayakan agar PHK tidak terjadi ().
* **Prosedur PHK:** Pengusaha wajib memberitahukan maksud PHK secara tertulis kepada pekerja minimal 14 (empat belas) hari kerja sebelum tanggal PHK (atau 7 hari kerja dalam masa percobaan). Jika timbul penolakan, penyelesaian wajib ditempuh melalui perundingan bipartit, mediasi/konsiliasi tripartit pada Disnaker setempat, hingga gugatan ke Pengadilan Hubungan Industrial (PHI) berdasarkan .
* **Komponen Kompensasi PHK ():**
1. **Uang Pesangon (UP):** Maksimal 9 (sembilan) bulan upah (berdasarkan masa kerja $\ge 8$ tahun) sesuai .
2. **Uang Penghargaan Masa Kerja (UPMK):** Diberikan mulai masa kerja 3 tahun (2 bulan upah) hingga maksimal 10 bulan upah untuk masa kerja 24 tahun atau lebih ().
3. **Uang Penggantian Hak (UPH):** Meliputi cuti tahunan yang belum gugur, biaya/ongkos pulang pekerja dan keluarga ke tempat asal, dan hal-hal lain yang ditetapkan dalam Perjanjian Kerja, Peraturan Perusahaan (PP), atau Perjanjian Kerja Bersama (PKB) ().
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#### 3. Hak dan Kewajiban Para Pihak
| Pihak | Hak Utama | Kewajiban Utama |
| :--- | :--- | :--- |
| **Pekerja / Buruh** | - Menerima upah tepat waktu sesuai kesepakatan/ketentuan minimum.<br>- Hak atas waktu istirahat mingguan, cuti tahunan, dan K3.<br>- Hak berserikat dan berunding bersama.<br>- Menerima pesangon/kompensasi saat PHK/kontrak berakhir. | - Melaksanakan pekerjaan sesuai uraian tugas (*job description*).<br>- Mematuhi tata tertib kerja (PP/PKB/Perjanjian Kerja).<br>- Menjaga rahasia perusahaan dan loyalitas kerja.<br>- Memberikan pemberitahuan resmi jika mengundurkan diri (*30-day notice*). |
| **Pengusaha / Pemberi Kerja** | - Menerima hasil kerja sesuai standar yang disepakati.<br>- Menerapkan kewenangan manajerial dan direktif (pemberian SP1, SP2, SP3 atas pelanggaran).<br>- Melakukan evaluasi kinerja. | - Membayar upah dan tunjangan sesuai ketentuan peraturan perundang-undangan.<br>- Mendaftarkan pekerja pada program BPJS Ketenagakerjaan & BPJS Kesehatan.<br>- Menyediakan lingkungan kerja yang aman (K3).<br>- Memberikan kompensasi PKWT atau pesangon PHK. |
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#### 4. Panduan Kepatuhan Praktis & Mitigasi Risiko
1. **Harmonisasi Regulasi Pasca-Putusan MK 168/2024:** Audit seluruh draf PKWT untuk memastikan jangka waktu total tidak melebihi 5 tahun dan jenis pekerjaan alih daya tidak melanggar batasan regulasi terbaru.
2. **Pencatatan Perjanjian Kerja:** Pastikan seluruh PKWT dicatatkan secara elektronik melalui sistem Kementerian Ketenagakerjaan (*SIAPkerja*) maksimal 3 (tiga) hari kerja sejak penandatanganan.
3. **Penyusunan Struktur & Skala Upah:** Perusahaan wajib memiliki dokumen Struktur dan Skala Upah formal yang telah disosialisasikan kepada pekerja guna menghindari sanksi administratif (teguran tertulis hingga pembatasan kegiatan usaha).
4. **Prosedur Disipliner Karyawan:** Penerbitan Surat Peringatan (SP) I, II, dan III harus didukung oleh dokumen berita acara pemeriksaan, bukti pelanggaran yang objektif, dan rujukan klausul PP/PKB yang dilanggar untuk mencegah pembatalan PHK di Pengadilan Hubungan Industrial.
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English Legal Analysis & Statutory Codification
Parallel Comparative Translation & Compliance Notes
### LEGAL ANALYSIS & STATUTORY PROVISIONS (ENGLISH)
#### 1. Current Legal Status & Regulatory Hierarchy
Law Number 13 of 2003 on Manpower ("**Law 13/2003**") serves as the primary statutory framework (*lex generalis*) governing industrial relations in the Republic of Indonesia. The enforceability of Law 13/2003 has undergone substantial reforms through:
1. **Law Number 6 of 2023** on the Enactment of Government Regulation in Lieu of Law Number 2 of 2022 on Job Creation into Law ("**Law 6/2023 / Job Creation Law**"), which amended, revoked, and inserted new articles into Law 13/2003.
2. **Constitutional Court Decision No. 168/PUU-XXI/2023** (rendered on October 31, 2024), which partially sustained the judicial review of the labor cluster under Law 6/2023, realigned key statutory provisions (including foreign workers, outsourcing, fixed-term contracts, minimum wages, and severance pay), and ordered the Indonesian legislature to enact a new, standalone Manpower Law within a maximum of 2 (two) years.
3. **Key Implementing Regulations:**
* **Government Regulation (PP) No. 35 of 2021** on Fixed-Term Employment Contracts, Outsourcing, Working Hours, Rest Times, and Termination of Employment ("****").
* **PP No. 36 of 2021** on Wages, as amended by **PP No. 51 of 2023** ("** in conjunction with **").
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#### 2. Key Statutory Pillars and Substantive Articles
##### A. Employment Relations & Contracts (Articles 50–59 Law 13/2003 jo. Law 6/2023 & )
* **Fundamental Principle:** An employment relationship arises out of an employment agreement executed between an employer and an employee, grounded upon wages, authority/orders, and work performance ( Law 13/2003). Such contracts must satisfy the statutory validity conditions under (**) and of Law 13/2003.
* **Contract Classifications:**
1. **PKWTT (Indefinite-Term / Permanent Employment Contract):** Permanent employment which may mandate a statutory probation period of up to a maximum of 3 (three) months ( Law 13/2003).
2. **PKWT (Fixed-Term Employment Contract):** Contract-based employment for temporary work. Following Constitutional Court Decision No. 168/PUU-XXI/2023, the maximum total duration for PKWT contracts is restored to a statutory ceiling of 5 (five) years (inclusive of all extensions).
3. **Mandatory PKWT Compensation:** Employers must pay statutory contract-completion compensation to PKWT employees with a continuous service period of at least 1 (one) month upon expiration/termination, calculated prorated as: $(\text{Service Period} / 12) \times 1 \text{ month's wage}$ ( Job Creation Law jo. Articles 15–17 ).
##### B. Outsourcing Arrangements (Articles 64–66 Law 13/2003 jo. MK Decision 168/2024)
Pursuant to Constitutional Court Decision No. 168/PUU-XXI/2023, the permissible scope of outsourced work is no longer determined freely by contractual parties. The Government is mandated to issue statutory regulations specifying the permissible sectors/scopes of work. Outsourcing entities must be incorporated as Indonesian limited liability companies (*Perseroan Terbatas / PT*) and adhere strictly to the principle of Transfer of Protection of Rights (*Transfer of Undertakings*) for outsourced personnel upon vendor replacement.
##### C. Working Hours, Rest Intervals, and Overtime Pay (Articles 77–78 Law 13/2003 jo. )
* **Statutory Working Schedules:**
* 7 (seven) hours per day and 40 (forty) hours per week (for a 6-day workweek); or
* 8 (eight) hours per day and 40 (forty) hours per week (for a 5-day workweek).
* **Overtime Limitations:** Capped at a maximum of 4 (four) hours per day and 18 (eighteen) hours per week (excluding work on public holidays/weekly rest days), conditional upon the employee's explicit written consent and remuneration pursuant to statutory formulas in Articles 31–32 .
##### D. Wage Structure & Minimum Wage Regimes (Articles 88–95 Law 13/2003 jo. Law 6/2023 & MK Decision 168/2024)
* Employers are strictly prohibited from paying wages beneath the statutory Provincial Minimum Wage (*UMP*) or Regency/City Minimum Wage (*UMK*).
* Constitutional Court Decision No. 168/PUU-XXI/2023 reinstated the legal authority for Sectoral Minimum Wages (*Upah Minimum Sektoral*) and mandated that minimum wage formulas substantively account for Decent Living Needs (*Kebutuhan Hidup Layak / KHL*) and the labor force's contribution to economic growth.
* Employers are legally required to formulate, document, and implement an internal Structure and Scale of Wages (*Struktur dan Skala Upah*) taking into account grade, position, tenure, education, and competence ( Job Creation Law).
##### E. Termination of Employment (PHK) & Severance Entitlements (Articles 150–157 Law 13/2003 jo. )
* **General Principle:** Employers, employees, labor unions, and the government must exhaust all reasonable efforts to prevent unilateral termination ().
* **Mandatory Termination Procedure:** An employer must serve written notice of intent to terminate at least 14 (fourteen) business days prior to the effective termination date (or 7 business days during probation). In the event of employee objection, the parties must undergo mandatory bipartite negotiations, followed by tripartite conciliation/mediation at the local Manpower Office (*Disnaker*), and adjudication before the Industrial Relations Court (*PHI*) under .
* **Statutory Severance Package Components ():**
1. **Standard Severance Pay (*Uang Pesangon / UP*):** Up to a statutory cap of 9 (nine) months' wages (for service $\ge 8$ years) pursuant to .
2. **Long Service Pay (*Uang Penghargaan Masa Kerja / UPMK*):** Payable from 3 years of service (2 months' wages) up to 10 months' wages for 24 years or more of service ().
3. **Compensation of Entitlements (*Uang Penggantian Hak / UPH*):** Encompasses accrued and untaken annual leave, relocation travel allowances for the worker and dependents, and other benefits stipulated under the Employment Agreement, Company Regulations (*PP*), or Collective Labor Agreement (*PKB*) ().
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#### 3. Rights and Obligations of the Contracting Parties
| Party | Core Rights | Statutory Obligations |
| :--- | :--- | :--- |
| **Worker / Employee** | - Receive statutory wage payments on time.<br>- Entitlement to statutory rest, annual leave, and Occupational Health and Safety (OHS/K3).<br>- Freedom of association and collective bargaining.<br>- Receive statutory severance/contract compensation upon termination/contract expiry. | - Execute designated work duties with ordinary skill and diligence.<br>- Comply with Company Regulations (*PP*), Collective Bargaining Agreements (*PKB*), or individual contracts.<br>- Maintain operational confidentiality and fiduciary loyalty.<br>- Provide mandatory 30-day written notice prior to voluntary resignation. |
| **Employer** | - Receive performance outputs in line with agreed job criteria.<br>- Exercise lawful management prerogatives and disciplinary powers (issuance of Warning Letters / SP1, SP2, SP3).<br>- Conduct employee appraisals and structural evaluations. | - Pay wages and statutory benefits in compliance with prevailing legal standards.<br>- Enroll workers in mandatory social security schemes (BPJS Ketenagakerjaan & BPJS Kesehatan).<br>- Provide safe, compliant occupational environments (K3).<br>- Pay statutory fixed-term compensation or statutory severance packages. |
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#### 4. Practical Compliance Guidance & Risk Mitigation
1. **Harmonization with MK Decision No. 168/2024:** Review and audit all existing PKWT templates to ensure the aggregate contract duration does not exceed the reinstated 5-year maximum ceiling, and re-evaluate outsourced scopes of work against newly emerging sector-specific restrictions.
2. **Mandatory Contract Registration:** Ensure all fixed-term employment contracts (PKWT) are digitally registered on the Ministry of Manpower’s portal (*SIAPkerja*) within 3 (three) working days following execution.
3. **Formal Wage Structure Implementation:** Ensure the enterprise maintains a documented Structure and Scale of Wages officially communicated to personnel to avoid administrative penalties, which range from written reprimands to statutory restrictions on business operations.
4. **Enforceable Disciplinary Workflow:** Issuance of Warning Letters (SP I, II, and III) must be substantiated by written investigation minutes, objective evidentiary trails, and explicit citations to violated clauses within Company Regulations or Collective Labor Agreements to withstand judicial scrutiny before the Industrial Relations Court.